Talent Acquisition Specialist
Supreme Group
Total years of experience :23 years, 4 Months
• Responsible in the development & execution of innovative & appropriate recruitment solutions to attract quality staff in line with business requirements including the establishment & selection of appropriate advertising media (cost effective & fit for purpose), sourcing & short listing of appropriate candidates, administering psychometric tests, interviews & other group activities as guided by the Talent Acquisition Manager.
• Providing advice & guidance to departmental & line managers on recruitment process, best practice activity, assisting in the creation of job descriptions, give appropriate guidance on market salaries, Supreme internal benchmarking & employment legislation including visas & changes in restrictions to employing different nationalities.
• Ensuring recruitment costs are optimized, by constant monitoring of costs & new recruitment mediums to increase direct hire efficiency & capability without compromising on quality or increasing turnaround time to recruit. Network through industry contacts, association memberships, trade groups & employees.
• Where appropriate, sourcing & arranging recruitment drives to employment fairs or in partnership with recruitment firms to meet hiring needs of the business, travelling to various locations to source potential candidates & meet recruitment needs
• Coordinate & participate as a selection panel member in recruitment process, including selection, appointment process, preparing reports of recommendation on candidates Ensuring all relevant POCs are kept up to date of recruitment process & manage service expectations via weekly direct meetings & communication of the updated Recruitment & Mobilization Spreadsheet.
• Managing the activity of HR Coordinators & Administrators including but not limited to advertising job positions, processing applications, conducting screening & HR interviews for Grade 1 - 5 vacancies, verifying employment contract generation in compliance with organization’s policies, contracts, laws, & agreements.
• Increasing employer branding by contacting universities and attracting graduates for project based and entry level programs.
• Preparation and submission of various recruitment reports to key stakeholders covering areas like recruitment updates, report on cost savings per hire, monthly cost saving report, average timeline to fill positions and other ad-hoc reports as requested by the TAC Manager and / or HRBP.
Recruitment
• Managed the entire Recruitment Life-Cycle from identifying resourcing and recruitment needs by working closely with the key stakeholders of the organization and offering an effective recruitment advisory service, creating and implementing advertising and recruitment campaigns using various candidate attraction methods, through to managing the application process from sifting to shortlisting applications, and organising and coordinating assessment and selection methods, such as competency-based interviews, online psychometric testing and presentation assessments, to the full on-boarding of successful candidates.
Employee Relation
• Provided support & advice to managers & employees on queries including (but not limited to) disciplinary, performance, medical, contractual & general employment / company HR policy queries, welfare (compassionate & emergency leave requests) & Afghan Visas.
• Assisted the Line Managers with actions relating to performance management of employees, including advising on actions to monitor performance, attendance at investigation or disciplinary meetings (as directed by the HR Manager and/or HR Business Partner).
• Assisted in all medical emergencies & evacuations as required, including liaison with Group & external Third Party providers such as RMSI, medical providers & insurance company to facilitate a timely response in all emergency evacuation activity.
Restructuring & Exit Strategy
• Conducted exit interviews, exit procedures, F&F processing & cancellation of all visas with Grade 6 - 10 staff leaving the business & liaise with relevant teams to ensure effective communication of all exit & repatriation process information.
• Advised on attrition related trends and patterns identified through exit interview and other sources.
General
• Managed creation & update Process Flows & Process improvements both for the HR team & Operations in partnership with other HR Officers.
• Assisted in promotion of Cross Culture awareness across all departments & lead by example, in setting standards for communication between staff management & clients.
• Managed & developed the HR Coordinator and HR Administrator in their performance through development and implementation of PDPs.
• Managed HR projects or any other HR activities and initiatives as directed by the HR Manager & / or HR Business Partner (Fuels)
• Travelled to Theatre based sites on a regular basis to meet with managers and staff, giving appropriate support and guidance as necessary
• Performed variety of confidential and complex secretarial and administrative duties for the Managing Director and the General Manager.
• Screened calls and visitors/guests and answer or refer inquiries as appropriate, responded to complains and request for information
• Gathered and prepared information for routine report of the Managing Director
• Rendered assistance to the HR Manger in recruitment and closely working with the PRO in the processing of visa application both for Visit and Employment.
• Managed routine appointment and meetings and coordinate travel related matters including airline booking and hotel reservation.
• Maintained account position for salook outlets and monitoring of daily sales and expenses.
• Monitored payments due for all personal account of the Managing Director.
Human Resource Function
• Responsible for providing competent personnel with the appropriate education, training, experience and skills
• Responsible for the coordination, implementation and maintenance of all pertinent training and personnel records
• Ensured that all policies established in the human resource and administration department are properly reviewed, communicated and carried out as planned
• Coordinated with other department any improvement and upgrading needs of the different functional groups of the company.
Document Controller for ISO 9001:2000
• Assisted the Management Representative in the preparation of all quality management system related documents
• Issued document numbers to the personnel responsible in the preparation of documents in their respective area.
• Monitored completion of quality management system related documents
• Controled and issued quality manual, procedures and other QMS related documents to respective document holders.
• Ensured updated documents are available at the point of use and retrieves obsolete documents to avoid unintended use.
• Updated the Management Representative of the status of the QMS documentation from time to time.
Recruitment, Selection & Placement
• Scheduled and called applicant for testing. Administers and evaluates pre-employment examination
• Facilitated company orientation and responsible in the coordination of training and seminars
• Responsible in the preparation of employment contract and deployment order for Production personnel
• Update 201 File from time to time
Timekeeping
• Prepared chronolog ID badge for newly hired employees
• Checked and verified daily attendance
• Received and filed overtime requests, leave forms, and shifting schedule
• Checked the validity of overtime authorization
• Managed the encoding of the details of Overtime Requests, leave forms, shifting schedule to the Infotrak Payroll System
Administrative Function
• Prepared weekly meal subsidy
• Dressing up the bulletin board monthly
• Perform other Admin task that maybe assigned by the HRAD Head from time to time
• Conducted screening and initial interview to walk-in applicants.
• Forwarded application paper of all applicants who passed screening and initial interview to the Senior Personnel Assistant and Personnel Manager for their disposition
• Issued pre-employment requirements to all qualified applicants and see to it that all necessary documents are filed to their 201 File before the first day of work.
• Prepared employment contract, identification card and encodes employee’s data to the CHRIS.
• Liaised with the Training Department the schedule of Company Orientation.
• Update 201 File from time to time
• Daily monitoring of employees attendance